Detailed Analysis of the Recruitment Process at Sainsbury's Report

This report provides a comprehensive analysis of the recruitment process at Sainsbury's, a leading UK retail organization. It begins with an introduction to HRM and its functions, focusing on workforce planning, job analysis, performance management, and recruitment/selection. The report then delves into the strengths and weaknesses of internal and external recruitment sources, as well as various selection techniques like interviews and selection tests. It examines the benefits of HRM practices for both employees and the organization, including organizational culture, training, and conflict resolution. Furthermore, the report explores the effectiveness of diverse HRM practices in enhancing productivity and profitability. It also emphasizes the importance of employee relations in decision-making and discusses the influence of employment legislation. The report concludes with an overview of HRM practices in a work-related scenario and offers recommendations for optimizing Sainsbury's recruitment strategies.

RECRUITMENT
PROCESS
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Table of Contents
Introduction......................................................................................................................................3
TASK 1............................................................................................................................................3
P1. Nature of HRM related with different steps regarding planning of workforce...............3
P2: Strength & Weaknesses associated with the different approaches related to recruitment &
selection..................................................................................................................................5
TASK 2............................................................................................................................................9
P3: Benefits HRM practices for employee & employer........................................................9
P4 : Effectiveness of diverse HRM practices for purpose of creation of higher profits and
more productivity.................................................................................................................10
TASK 3..........................................................................................................................................11
P5: Importance of employee relation used for influencing decision making process in HRM11
P6 : Elements of the employment legislation process and its overall impact on HRM decision
making..................................................................................................................................12
TASK 4..........................................................................................................................................14
P7: Application of various HRM practices in work related secnario...................................14
CONCLUSION..............................................................................................................................18
REFERNCE...................................................................................................................................19
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Introduction
HRM is a approach that can be regarded as important function that is performed by every
organisation as this function is related with management of employees and overall workforce.
This function is also responsible for different activities of selection and recruitment of such
individuals for longer period of time. There are various different approaches that are used for the
purpose of managing such human resources like 360 degree feedback & different developmental
and training programs that are used for maximizing the productivity level of such employees.
This report is on retail organisation Sainsbury’s that is one of the leading retail organisations of
UK (Guerci,., Longoniand Luzzini, 2016). It is dealing in different products and services of the
retail sector and are offering large variety of products as compared to their different competitor's
such as Morrison’s and Tesco. Present report is based on functions of associated with Human
Resource Department. It is also dealing with Benefits of HR practices for employer and
employee. Role of employee relation in the process of decision making related to different types
of human practices that are practiced in organisation.
TASK 1
P1. Nature of HRM related with different steps regarding planning of workforce
Purpose & function of HRM:
HR Department has the responsibility of managing all the requirement of employees in
organisation so that there can be maximization of employees efforts. In case of Human Resource
Department functions of Sainsbury there is overall tanning of workforce and different human
resource decision as mentioned below:
1) Job analysis designing:
The function is related with the describing analysis of all the details of job with level of
potential knowledge to help Sainsbury as a organisation and planning of the overall workforce.
2) Performance management:
It is a function that is having relation with evaluation of performance of employees
according to various standards that is concerned with measurement of standard accordingly there
can be planning of incentive of employees.
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3) Recruitment and selection:
This function is related with hiring of competent staff so that various vacancies can be
filled in the organisation.
4) Compensation and benefits:
This function is associated with controlling of cost there are unlimited resources with every
organisation and in the scenario of Sainsbury this is a large retailer so this organisation is having
an aim to maximize the efficiency by making the contribution of their workforce higher.
There are basically two approaches that can be used for the purpose of managing various
functions as mentioned below:
1) Hard approach:
This approach is used where employees are the important resources for a organization
achievement of objective. In Sainsbury this is an approach that is applied for achievement of
some laid down specific objective and only those employees that possess the exact qualifications
according to job requirements are selected by the interviewer.
2) Soft approach:
It is the process in which employees are the individual resources for any organisation so
that they are able to achieve high competitive advantage. In change worries there is
empowerment of employees at various levels so that there can be plans for the purpose of
retaining employees for a longer time period.
Assessment of human resource management functions:
HRM is responsible for performing managerial & operations function to maximize
efficiency of this department. According to the performance level of employees there are
different benefits and compensation that have to be plant so that employees can make maximum
contribution.
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P2: Strength & Weaknesses associated with the different approaches related to recruitment &
selection
Recruitment can be regarded as a basic process for the creation of higher Talent by attracting
applications from competent individuals (Hilal, Densleyand Jones, 2017). There are basically
two sources of recruitment that is internal sources & different available external sources.
Internal sources of recruitment:
Internal sources are used when organisation is able to fill all the vacancies by promotion or
transfer from existing workforce. It is a useful method that can help in saving of cost and time of
HR manager:
Strengths of different
available Internal
Recruitments
1) There is accurate selection in internal sources because HR
managers are aware of the skills and competence possessed
by a particular employee.
2) There is high adaptability in use of internal sources as it is very
difficult understands the employee’s competence in external sources.
3) Employees feel more motivated when they are provided and
valued by employers and their willingly putting more effort towards
their newly assigned responsibilities (Jabbour, . and de Sousa
Jabbour, 2016).
Weaknesses of Internal
Recruitments
1) Many times are internal conflicts because there is
promotion of favouritism and employees might feel that
they are unfairly treated.
2) There are very limited choices that are available in case of
internal recruitment and payment of fresh talent that may
not be fulfilled by such internal sources.
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External sources of recruitment:
External sources of recruitment are regarded and used as a process and vacancies occurring in
organisation have to be filled from outside or external sources (Johnson, 2016). It is source that
helps in attract new talent in our organisation that helps in increasing the amount of innovative
ideas and more enthusiasm in the existing workforce. But there are certain limitations associated
with this method that is very expensive and at also are very time consuming.
Strengths of
External
Recruitments
1) External sources help in developing a strong workforce as there
is continuous innovation.
2) Sources is very helpful in selection of qualitative candidates is
there a large number of options that are available in bringing a
completely new skills and talent in organisation.
Weaknesses of
External
Recruitments
1) External sources of recruitment in works high cost and also is very
time consuming there is also requirement of training orientation that has
to be provided to selected employees (Kaufman, ., 2019).
2) There are many times adaptability issues that are faced by candidates
who are new to the organisation and they are not willing to adjust to the
new culture.
Analysis:
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It can be analysed that for Sainsbury’s there are different types of external and internal sources
that can be adopted by human resource management according to their requirement. Is
organisation will be having a competent workforce then there can be use of internal sources but
if they feel that there is requirement of some higher skills apart from the existing employees then
there is need of external recruitment.
Selection:
It can be regarded as a basic process that is suitable candidate can be selected for various
frequency that are occurring in the organisation (Marchington and et. al., 2016). There is a
specific process of selection that consists of screening interview process and for the group
activities for analysing specific skills that are required for a particular job. Some of basic
techniques that can be used for the purpose of selection are related with different search and
strengths and weakness associated with such methods.
Interview:
Right and it has to be selected by the process of face to face interview that is taking place
between the interviewer and the candidate according to the skills and knowledge:
Strengths of
Interviews
1) Interview is an effective method as there is assessment of a candidate by use
of some relevant questions according to the job profile.
2) It is a very effective method as help in saving lot of time and there can be in
depth analysis that can be done by assessment of each candidate by face to face
conversation (Marler, and Parry, 2016).
Weaknesses
of
1) There can be biasness of interviewer that can impact the overall process
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Interviews of interview and might not result in selection of the suitable candidate.
2) It is a incomplete process many times as information provided may not be
real and a candidate may use some fake information that might lead to
difficulty in selection of the right candidate.
Selection test:
Selection test is also method where there can be a aptitude written test where a candidate can go
through some written activities for the purpose of their analysis of Intelligence level (Mindia,
and Hoque, 2018). This is a method that can lead to analysis of the skills and abilities of
individual which is subjective and objective at the same time. It is usually done for a specific job
that requires very high technical and skill knowledge.
Strengths of
Assessment and
selection test
1) It helps in uniform selection of a candidate based on the scores
obtained in the written test.
2) It helps to do a detailed assessment of the present specific knowledge
possessed by a candidate based on qualitative and quantitative questions
that are asked in the written test.
Weaknesses of
Assessment and
selection test
1) There may be some situations where there is difficult to draw a level
confusion as test may not assess the exact personality of a candidate.
2) There can be instances where there are wrong criteria and mis
interpretation might lead to the overall selection procedure and
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difficult for selection of individual for a particular profile.
Analysis:
Selection of individual in Sainsbury’s the decision is according to the management that they are
using which method for selection of individual but the most suitable Method can be used of
aptitude written test that is followed by a face to face interview that will lead to complete
analysis of individual based on their existing skills knowledge base and also their personality
according to the required job profile (Primecz, 2020).
TASK 2
P3: Benefits of different HRM practices for both the employee & employer
Basis Benefits of HRM practices to
Merrill Lynch
Benefits of HRM practices to the
employees
Culture of
Organisation
Organisational culture established by
use of different rules and procedures
in Sainsbury’s that helps employees
in working under a controlled
environment and maintaining a
positive working atmosphere.
Organisational culture helps
employees to make higher positive
contribution towards the assigned job
roles and responsibilities.
Training &
Development
In Sainsbury’s there is identification
of skill and training programs that
helps in achievement of higher
competitive advantage (Stewart and
Brown, 2019).
There are various types of training
programs that helps in enhancing the
competence level of
present employees.
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Recruitment This is a practice that helps Human
Resource Department of things to get
right individuals for ay right working
profile and retaining these
individuals for a longer duration of
time.
Recruitment practices are helpful in
recruiting individuals in Sainsbury
that can help in providing more
opportunities and get from ocean
according to different roles and
responsibilities.
Resolution of
Internal Conflict
In Sainsbury’s Human Resource
practices are very helpful in
resolving all the issues that are taking
place in the force of working of
organisation and formulation of
further guidelines and procedures
that are used for the purpose of
solving these conflicts.
There are many employees working
together for achievement of a
common girl so there is presence of
healthy competition which is
beneficial for the organisation but
many times it can also lead to higher
amount of internal conflicts. In
Sainsbury's organisation can deal
with search internal conflicts after
taking place between employees at
similar job positions and can help in
solving such issues.
P4 : Effectiveness of diverse HRM practices for creation of higher profit for organisational &
enhancement of its productivity
In every organisation there are certain practices of Human Resource Management that is helping
in achievement of high competitive advantage. Human Resource Department helps in enhancing
the profitability by improving the efficiency and different HR practices are considered for
improving the profitability for organisation (White, 2016).
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In Sainsbury’s there is uses of 360 degree feedback that is a approach used by human resource
manager for the purpose of analysing a candidate based on certain aspects that is their
subordinates colleagues superiors who are working with a candidate. This is a criterion that helps
in analysing a candidate in a thorough basis and the views provided by such superiors and
subordinates of the candidate are very helpful in understanding the overall personality traits of a
employee.
Different methods associated with it and practices:
Organisation has to follow certain HRM practices according to the objectives and nature of the
organisation (Wilton, 2016). There are different types of HRM practices such as feedback
approaches leadership systems mentoring programs that are some of the initiatives taken by so
that they are able to maximize the effectiveness of their work force and there can be proper
performance monitoring system that is used for the purpose of evaluating and analysing the
overall performance level of employees according to the set standard which are set in the initial
stages for every individual.
Evaluation:
Human resource practices are very useful in organisation as it helps in recruitment and planning
of different compensation programs (Collings, Wood and Szamosi, 2018). It also helps in
development of certain conflict management program so that there can be maximization of
contribution of a particular employee towards their job roles and responsibilities.360 degree
feedback is the most effective approach that can be used for the purpose of making a overall
analysis of individual.
TASK 3
P5: Importance of employee relation in influencing HRM decision making
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Employee relations are related with effort that makes organizations for creating and managing
positive relations with other employees. In Sainsbury’s their efforts made by the organisation and
also the HR department so that there can be positive relations created among all the employers
and employee’s importance of such relations are discussed below:
1) Healthy and positive relationships introduction of employee absenteeism at workplace and
also creation of a comfortable environment which leads to facilitation of employees towards
assigned Job responsibility
2) It helps in enhancing the overall employee engagement and employee participation.
3) It also helps in enhancement of productivity of employee as a individual as there is more
operation and reduction of internal conflict. That leads to more revenue production and
productivity is having direct relation with employees in every organisation.
Employee engagement is a tool that can help Organisation in making employee to all the
different functions that is being performed in organisation it is a strategy that has been adopted
by Sainsbury’s HR manager:
1) There is more flexible working practices employee having more satisfaction towards their
organisation.
2) Human resource managers in Sainsbury has in taking feedback from the employees so that
they are able to understand their overall level of satisfaction and also understand what are some
of the common issues after being faced by all the employees so that they can be solved.
P6 : Elements of the process of employment legislation and its overall impact on HRM decision
making
Employee legislation refers to different employee rights and relationship with employers. Main
aim of such employer solution is to maintain the individual employment relationship in
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